Reported levels of exposure to physical risks in the workplace have not diminished greatly since the first survey in Psychosocial risks that impact negatively on workers health and well-being include high demands and work intensity, emotional demands, lack of autonomy, ethical conflicts, and poor social relationships, as well as job and work insecurity. Exposure to psychosocial risks tends to go hand in hand with exposure to physical risks. The majority of workers live in a household where both partners work, either both working full time (40%) or with one of the partners working part time (29%). Only a small proportion (22% of women and 17% of men) work in gender-mixed occupations. Plant and machine operators, craft and trades workers, workers in elementary occupations and clerical support workers report higher than average levels of work intensity as well as lower than average levels of autonomy. Workers in the education, health and financial services report above-average levels of workplace innovation practices. Most workers in the EU27 have a job which involves a degree of creativity: 82% report the ability to solve unforeseen problems and 75% can apply their own ideas at work.
55% of workers say that their present skills correspond well with their duties. 13% of workers report needing more training and 32% say they have the skills to cope with more demanding duties. 43% of the self-employed and 29% of employees say they would like to reduce their working hours; conversely, 11% of the self-employed and 14% of the employed would like to increase their working hours. Long working hours are associated with high levels of work intensity. 52% of workers report having an employee representative at the workplace. 18% of workers report having a poor work–life balance. Factors associated with a good work–life balance include part-time working, no long working hours, flexitime and having access to emergency leave at short notice, as well having regular working hours. 20% of workers report a poor mental well-being
Fertility continues to rise slowly. It has increased from below 1.45 children per women to 1.6. Life expectancy has also been increasing in an almost continuous and uniform trend at the rate of 2-3 months every year, and is the main driver behind the population ageing. At the same time, the demographic challenge is geographical with populations in four Member states (Bulgaria, Lithuania, Latvia and Romania) decreasing rapidly under the effects of natural growth (more people die than are born) and outward- migration.
11/661/en/2/EF11661EN.pdf 11/661/en/2/EF11661EN.pdf There is no standard, global definition of older worker. In the EU policy context, the term refers to a worker aged between 55 and 64 years.
Currently, migration is the main reason for population growth in Europe, but Eurostat predicts that the working population will shrink after Higher employment rates among women and older workers need to be supported by lifelong access to suitable training and by measures in the form of childcare and elderly care to make it possible for people to work.
Dealing with the demographics Valuing skills and experience Taking a life-course perspective Caring for the older generation Keeping workers at work for longer
In addition, there have been profound demographic changes, such as the increasing entry of women into the paid labour market; the shift from single male breadwinner households to dual-earner ones; and a growing concern regarding work-life balanceall of which have shaped workers needs and working time preferences, which vary by gender as well as over the life cycle.
Some of the major challenges in this area remain those which have been important since the dawn of the industrial age: excessive hours of work and the need to protect workers health and safety by providing adequate periods of rest and recuperation, including weekly rest and paid annual leavewhich are enshrined in international labour standards.
These various developments are reflected in a variety of flexible working time arrangements that vary from the conventional full-time, 9 to 5 model, such as flexi-time, part-time work, hours averaging, and working time accounts.
Working time and work organization Wages and income Work and family Maternity protection Domestic workers
Vattenfall is one of Europes largest generators of electricity and the largest producer of heat. We have operations in several European countries. Our main products are electricity, heat and natural gas. In electricity and heat, Vattenfall works in all parts of the value chain: generation, distribution and sales. In gas, Vattenfall is mainly active in sales. We are also engaged in energy trading and lignite mining. The Group has slightly more than 38,000 employees.
Abloy is one of the leading manufacturers of locks, locking systems and architectural hardware and the worlds leading developer of products in the field of electromechanical locking technology. ASSA ABLOY is the global leader in door opening solutions, dedicated to satisfying end- user needs for security, safety and convenience. The Group has 37,000 employees and annual sales of over EUR 3.7 billion.
S t ARTING POIN T Copy with the demographic change Transfer expertise and tacit knowledge and Increase well-being at work
A I mS - To promote employees well- being and capacity - Reduction of sick leave - Increase the age of retirement - Increase respect of older workers - Ensyre the transfer of tacit knowledge
Be n efits Age m aster membership 55 years Free da y s after 58 years Senior/ Junior agreement Senior Gym Club Massage option Training options Activity rags Age Master Club
AgeDays / year Whole-day valid employee agreement and annual fitness test. Free days can be utilized max 3 day periods agreed with management.
Ageing development project New digital tool eHR (employee, manager, occupational health): basic information training and education work history development discussion history of absent work days Fitness test and doctor consultation
AIM Workload test after 56 years Individual voluntary Plan for employees after 45 years - ICT skills check - Age management training - Annual Health control after 56 years
OUTCOMES Disseminate and develop New practice for older workers in city of Helsinki The basic idea to extend the retirement has succeeded Increase of trust The retirement is not a bogy anymore